THE IMPORTANCE OF EMPLOYEE MORTIVATION AND ORGANIZATIONAL PERFORMANCE

Employee motivation cannot be analyzed in isolation from its organizational environment since the actions conducted within an organization are being considered; and it is human motivation, in particular, that drives the individual to continue with the organization (Schepers et. al., 2005). According to Lawler (2003), the prosperity and survival of organizations are decided by how they treat their human resources. Furthermore, employee morale is the single most important factor in determining profitability and stability during a growth or collapse economy (Sirota, 2005). According to Wiley (1997), in order to ensure an organization's success, Leaders must understand what motivates their staff, and this understanding is critical to enhancing productivity. Similarly, a motivated employee is more likely to contribute more to the organization's profit (Shadare & Hammed,2000). When people are motivated, the amount and quality of output produced increases. Employee absenteeism h...

Employee retention is a process in which organizations create an environment which encourages employees to stay for longer period of time (Singh & Dixit, 2011). Employees’ retention is considered as vital source of achieving competitive edge in the marketplace (Walker, 2001). For example, Huawei has leading IT/Telecom industry by 5G technology with competitive advantage. In this current context most of the organizations are facing the problem of employees’ retention. Employing competent staff for the job is important for an organization but retaining them in their jobs is more essential (Ghansah, 2011), Specially replacing a new employee in Huawei, increases huge operational costs and time for start from the beginning and adapt for Huawei culture and gaining more know-how of technological products and it may leads to results in loss of profits.( Kwenin et al. 2013) investigated the impact of HRM policies, job satisfaction and rewards on employees’ retention. therefore, Huawei HRM ...

Employee engagement is defined by Robinson et al. (2004) as "a positive attitude held by the employee toward the organization and its value." An engaged employee understands the business context and collaborates with colleagues to improve job performance for the benefit of the organization. The organization must seek to foster and develop employee engagement, which necessitates a two-way interaction between employer and employee." .Brown (2006) defined engagement as a progressive combination of satisfaction, drive, commitment, and advocacy that results from employees moving up the engagement ladder.  Furthermore, Employee engagement has also been connected to positive emotional experiences and overall well-being (May et al 2004). Given this, modern firms place a greater emphasis on emotional contracts with employees. Wilson (2004:99-100). International and multi-cultural firms, like as Huawei, are more focused on emotional contracts in order to retain employees for a l...

Alderfer's ERG theory is another needs-based motivation theory, one that draws on Maslow's hierarchy of necessities but connects it with empirical research to overcome its faults (Arnolds & Boshoff, 2002, p. 698)                                                                               Figure 04                                                                                                   ...

This theory is very common in employee motivation. This investigation was guided by the X and Y Theories proposed by Douglas McGregor in 1957 (Lawter, Kopelman, & Prottas, 2015). According to the X Theory, individuals dislike working, lack ambition and a desire for responsibility, are selfish, resistant to change, and gullible (Gannon & Boguszak, 2013). As a result, the ordinary employee performs better under intense supervision (Aithal & Kumar, 2016). As a result, the supervisory style necessary for X employees should be a tough, forceful approach, necessitating close supervision procedures and tight control (Gannon & Boguszak, 2013). As a result, there is a necessity for stringent supervisory conduct.                                                                        Figure 03 Source: Re...

  In 1959, Herzberg and his associates changed the traditional understanding of job satisfaction by proposing the Two-Factor theory (Bassett-Jones & Lloyd, 2005). The Two-Factor Theory is based on Maslow's Hierarchy of Needs pyramid, which emphasizes the need of attaining extrinsic criteria such as survivability first, and then climbing up the pyramid towards intrinsic factors such as self-actualization (Haivas et al., 2014).                                                                             Figure 02               Source: Maslow's Hierarchy of Needs by Saul McLeod, published May 21, 2018 Herzberg identified two sets of factors that influence employees' working attitudes and levels of performance, which he dubbed Motivation and Hygiene Factors (Rob...

One of the first and popular motivational theories to describe why people have dissimilar needs at diverse times is Abraham Maslow’s needs hierarchy theory discovered in the late 1943 and formulated in 1954. He revealed five basic classes of human needs and positioned them in a hierarchy (Burton K, 2012). According to the Maslow’s theory, once each level of need has been satisfied, an individual will be motivated to progress and meet the next higher level of need. Starting with the simplest needs such as:   Figure 01                 Source: Maslow's Hierarchy of Needs by Saul McLeod, published May 21, 2018 Physiological Needs: Physiological needs are human basic needs which are critical for human living in various participating communities in the society. Physiological needs are such human basic needs as food, water, clothing, shelter and oxygen. Essentially, human race or human society will just die out or go into extinction without ...

  Organizations play a key role in achieving business goals and missions in today's complicated, changing, and difficult world. Even in today's highly competitive world, all organizations want to be successful. As a result, Organizations aim to retrain their best people, recognizing their critical role and impact on organizational effectiveness. To overcome these obstacles, to make or maintain organizations’ profitability, leaders of organizations must have strong engagement with employees (Kortmann et al., 2014). The issue of how to successfully motivate employees is one that usually attracts a lot of attention from managers, administrators, and those involved in Human Resource Management. People are a common and vital component of any company, constituting its human resources, To work in a particularly desirable manner, with a specified level of effort and enthusiasm,  an employee must all be motivated (Ojikutu, 2007) which crate values and reflected in organization culture....